Managing Sickness Procedure/Policy

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Managing Sickness Procedure/Policy"

Transcription

1 1.0 Aim of the procedure 1.1 To ensure that managers: 1 understand and apply the Council s standards of attendance in the work-place and monitor their achievement 2 identify through risk assessments, general supervision arrangements and throughout this procedure whether staff require special chairs or other equipment to enable them to work safely. To seek advice and support from the OHS and Health & Safety Unit on this if in any doubt. To arrange for the purchase of such items from their own budget or through Access to Work (through Job Centre Plus HR can advise). 3 treat staff who are sick in a sensitive, fair, supportive and consistent way, in particular take account of any disability and associated reasonable adjustments to the work, workplace or organisation of work (not pay). Guidance (including definitions of disability and reasonable adjustments) is available in the Disability Handbook for Managers (see Framework Work/Life/Family for information on planned disability leave). 4 actively seek to rehabilitate staff to enable a safe and planned return to work 5 consider a phased return to work with reduced working hours for staff returning from long-term sickness. 6 have an effective and lawful way to deal with excessive absence that threatens work objectives 2.0 Key Points 2.1 The Council has a systematic approach to managing absence attributed to sickness which has the following features: 1 Council-wide targets for average levels of sickness absence 2 return to work meetings following all periods and cases of sickness absence (see Preventative Stage section 2.6). 3 triggers for action to prompt investigation of each case on its merits, and to avoid delays (see below:): 4 monitoring - to permit analysis, pick up any problems, and assist in meeting targets 5 an occupational health service referral (OHS) - to advise on the medical aspects of any case and the application of reasonable adjustments under the Disability Discrimination Act. Staff have the right to refer themselves to the OHS for advice and support. 6 systematic appraisal of the effectiveness of managers in dealing with cases of absence attributed to sickness and the implementation of reasonable adjustments for any disability under the Disability Discrimination Act. 7 if the above steps have failed consideration of whether the employee is capable of regular and efficient service The advice of the OH Physician should be followed, especially with regard to enabling people back to work. 1 August

2 2.2 Target for average levels of sickness 2.3 The Council s target is to: 1 reduce the average number of working days taken as sick leave by its employees 2 be ranked within the best 8 London boroughs on this measure of sickness absence. 2.4 This target must not be mistaken as the target for any individual. It is an average, which takes into account all the Council s employees over a full year. 2.5 Triggers for action Discretion, sensitivity and good practice are vital in handling individual cases. Deferring action may also be considered in line with the Service Improvement by managing Attendance (SIMA) guidance Trigger Action manager to take 1. return to work after any sickness Return to work meeting 2. 8 working days 1 of sickness absence in any 12 month period, or 3. 3 periods of sickness absence in any 3 month period, or 4. a pattern of sickness absence 5. 2 weeks continuous sickness absence working days absence accumulated in any twelve month period 1 Consider referral to occupational health service and other action to examine whether the employee can give regular and efficient service. Begin sympathetic and regular contact with the employee if this has not started earlier Line manager to report to head of service on action so far. 2.6 There are four key aims at all stages of the procedure: 1 investigating the absence to understand its causes and the effect it will have on the employee s work. This should be a joint investigation with the employee. 2 taking all reasonable steps to collaborate with staff in tackling health, work or welfare issues- including work-related stress 3 keeping the employee informed (in good time) about where they stand, particularly if their job is at risk 4 exploring any options with the employee, which may permit them to improve attendance or return to work. 1 Pro rata for part-time staff 1 August

3 2.7 In addition, our managers will: 1 treat staff 1 with sympathy, compassion and understanding 2 fairly and consistently 2 distinguish between cases that warrant disciplinary action and those, which are to be dealt with under this procedure. (In this procedure the key issue is not misconduct but whether the employee can give regular and efficient service.) 3 respect the employee s right to medical confidentiality 4 keep in touch with staff who are off sick agreeing the form and frequency of communication (this will normally be the line manager but if this is not appropriate an HR Adviser may keep in touch). 5 recognise that in some cases of absence, for example an operation followed by a recovery period, it may not be appropriate to take the normal action in response to triggers. Discretion, sensitivity and good practice are vital in handling individual cases. See SIMA guidance for Managers 6 implement any reasonable adjustments to the work, work-place or the organisation of work which would enable the employee to attend work regularly and give efficient service 7 consider any other issues or obligations, for example under the Disability Discrimination Act (DDA) 1995 (see Manager s Handbook on Disability), regulations on the treatment of new and expectant mothers, domestic violence, the Council s Alcohol Policy and Equalities issues including gender reassignment, 8 advise employees with a disability of the advice and assistance service available through the Access to Work Scheme from Jobcentre Plus, and work jointly with them. 9 ensure that medical screening and appointments are managed in accordance with the Framework - Work/Life/Family 10 after all periods of absence, carry out return to work meetings. 11 consider reasonable adjustments in respect of disability and consider any reasonable options for redeployment on medical grounds before making any recommendation for dismissal (where redeployment is an option identified by the occupational health service). 12 investigate matters involving staff for whom they are the line manager, and if a formal hearing is needed refer the matter to another manager with authority to hear the case 1 1. Normally: - the line manager will investigate the facts of the case although other officers may also assist - two other officers will hear the case: a manager with authority to act as Chair and make the decision and another to give a second view. The Chair has discretion to increase the size of the panel, especially if they need advice on technical or specialist issues.) 1 August

4 2.8 Employees Responsibilities: 1. attend work when fit to do so, and return to work after any sickness absence as soon as possible. 2. be aware of and comply with the sickness policy and procedure, particularly regarding sickness notification requirements and the submission of medical certificates (see below:) 3. communicate regularly with their line manager or other designated person for example an HR Adviser, during periods of sickness absence 4. notify any absence as a result of an accident at work under appropriate reporting procedures (see Framework Health and Safety Protocol: Reporting Accidents, Injuries and Dangerous Events) Notification of Sickness Employees Responsibilities 1 st Day Telephone your line manager (or other person specified by your line manager) by am or within one hour of your normal start time to report your absence State the nature and likely duration of your absence Report all sickness yourself (wherever possible) to your manager (or other person specified by your manager); do not leave messages with colleagues. 4 th Day Telephone your line manager (or other person specified by your manager) to provide them with an update on your health 8 th Day Telephone your line manager (or other person specified by your line manager) Obtain a medical certificate from your doctor and send it to your manager Ensure medical certificates are sent in regularly to cover the entire period of your absence failure to provide a certificate may result in loss of pay Absence longer than 8 days Agree with your manager how you will maintain contact ideally you should contact your manager weekly to report on your health and expected date of return All medical certificates must be received within 5 working days of the expiry of the previous certificate or your pay may be affected 1 August

5 3.0 Outline of procedure 3.1 There are five stages to the procedure including preventative and informal stages, as listed below (plus a right of appeal). 3.2 In addition, the procedure also sets out the way to: 1 refer staff to the occupational health service (OHS) for advice on medical and health issues and reasonable adjustments relating to disability (See Disability Handbook for Managers) 2 withdraw an employee s entitlement to sick pay. 3.3 Managers may refer an employee to the OHS at any stage. Early referral may be helpful in gaining advice at any stage. Employees may also self-refer for advice and guidance. The advice of the OHS should be followed. 3.4 Managers may withdraw entitlement to sick pay whenever the conditions for doing so are met. As part of the managing sickness procedure, these processes 1 may or may not be required 2 may be appropriate more than once. Preventative Stage Informal Stage Referral to OHS First Formal Stage Final Formal Stage Appeal To conduct Health & Safety risk assessments and stress risk assessments. To make reasonable adjustments. To conduct a return to work meeting after all periods of sickness absence To bring management concerns to the attention of the employee, set targets and review period. To seek medical advice on any underlying illness and investigate the options available to the employee and the manager To discuss the effects of absence on work, set targets and review periods and tell the employee that the job may be at risk (if it is) To consider if the employee is capable of regular and efficient service, and if not, decide on dismissal, redeployment or some other action To consider any grounds of appeal raised by the employee 1 August

6 4.0 Preventative Stage 4.1 Managers will, in an informal return to work meeting: 1 offer flexible arrangements to enable the employee to discuss sensitive medical issues that may affect their attendance or work performance. (For example they may wish to talk to or be accompanied by someone of the same race or gender.) 2 ask the employee about the reasons for their sickness absence, and any work, welfare, domestic or health and safety problems. Offer support as appropriate. This may include risk/stress assessments and access to work assessments, where appropriate. 3 encourage the employee to raise issues relating to a disability at this stage so that consideration can be given to reasonable adjustments relating to them 4 explain the Council s policies on sickness absence including the focus on whether the employee can give regular and efficient service 5 explore any other options which, may permit the employee to improve attendance or return to work 6 complete a return to work meeting form with the employee during the meeting. SIMA guidance for Managers 4.2 The employee is entitled to: 1 explain the reasons for their absence and be listened to 2 the right to medical confidentiality 3 access to any records or notes of matters discussed 4 where agreed, be provided with special furniture and/or equipment and be kept informed of any delays in its provision 5 raise the issue of reasonable adjustment relating to their disability and expect that their manager will seek further advice if unsure how to proceed 6 counselling from Carefirst (the Council s external counselling services provider) 7 receive copies of any OHS correspondence about them at the same time as it is sent to their manager. 8 meet with their manager to discuss any OHS correspondence about them. 9 request of HR that a different manager be identified to deal with their case (in cases where there are reasons why it would not be appropriate for their line manager to do so). 1 August

7 5.0 Informal stage 5.1 Managers will, in informal meetings and 5.2 The employee is discussions: entitled to: 1 offer flexible arrangements to enable the 1 put their side of the case and employee to discuss sensitive medical issues. be listened to (For example they may wish to talk to or be 2 the right to medical accompanied by someone of the same race or confidentiality gender.) 3 access to any records or notes 2 investigate the reasons for sickness absence, of matters discussed and any work, welfare, domestic or health and 4 suggest reasonable safety problems. This should include risk/stress adjustments relating to their assessments and Access to Work disability, expect that their assessments, where appropriate. manager will seek further 3 encourage the employee to raise issues relating advice if unsure how to to a disability at this stage so that consideration proceed and respond within an can be given to reasonable adjustments relating agreed timescale. to them. Seek further advice if unsure how to 5 seek trade union advice and proceed and respond to the employee within an support on suggestions agreed timescale. regarding potential reasonable 4 suggest, and encourage the employee, to adjustments suggest reasonable adjustments relating to their 6 disability, seek advice if unsure how to proceed and respond within an agreed timescale 5 raise any management concerns and explain the effect of absence on the work 6 set standards and targets for attendance and arrange to monitor them 7 explain the Council s policies on sickness absence including the focus on whether the employee can give regular and efficient service 8 explore any other options which may permit the employee to improve attendance or return to work 9 if necessary, tell the employee that the next stage would be to refer to the OHS 10 if necessary, advise the employee that the next stage would be to deal with the matter formally 11 keep accurate records and notes of the matters discussed. 1 August

8 6.0 Referral to occupational health service 6.1 The manager will: 6.2 The employee is entitled to: 1 supply the occupational health service with 1 medical confidentiality the information they require to advise on the 2 know the purpose of any referral case to the occupational health 2 seek medical advice (normally from the service and receive a copy of occupational health service) on the following the referral letter issues: 3 be told the implications of a 1 is there an underlying health problem and if refusal to attend the so, when is it likely to be resolved? occupational health service (for 2 if and when the employee returns to work, example, stopping sick pay 1 ) will they be fit to carry out their duties? 4 be told the implications of a 3 will there be a residual condition and what refusal to consent to a medical implications will it have for the work of the report 2 employee? 5 refuse or consent to a medical 4 are there any reasonable adjustments to report from their own doctor 2 the work, equipment or work place which 6 the opportunity to see, veto or may help with the duties of the job both in comment on the report of their general and in respect of a particular GP before it is submitted to the disability which has been raised by the OHS 2 employee? 7request access to any report on 5 is service likely to be regular and efficient? them prepared by the Council s 6 are there any other options which may occupational health service permit the employee to improve attendance subject to conditions set out in or return to work? the Access to Health Records 7 are there any other medical issues specific Act to the case? 8 Self refer to the OHS for advice 3 advise the employee that the possible and support outcomes of the OHS referral include that they may be: 1 deemed fit with or without reasonable adjustments 2 given consideration for redeployment 3 deemed permanently unfit to work 1. The employee s sick pay may be stopped since they would not be complying with the conditions of the sick pay scheme. Managers will deal with the case on the basis of the medical advice available. 2. Subject to conditions set out in the Access to Medical Reports Act Where the employee refuses access, managers will proceed on the basis of the medical evidence available 1 August

9 7.0 First Formal Stage The employee should send to the employer at least 5 working days before the meeting copies of the documents they intend to produce at the meeting. 7.1 The manager will, in formal meetings and 7.2 The employee discussions: is entitled to: 1 continue with the four key activities set out in the box in section 2.6 of this section 2 if necessary arrange for another manager 1 to hear the case 2. They will... 1 consider the causes of the sickness absence and its effect on work, taking account of medical advice 2 explain Council policy on sickness absence including the focus on whether the employee can give regular and efficient service 3 explore any work, welfare or domestic problems or other explanation offered 4 set reasonable standards for attendance or a target for a return to work 5 consider options, including phased return 3, which would improve attendance or enable a return to work 6 review with the employee how effectively any adjustment required under the Disability Discrimination Act has been implemented and keep a record of the review 7 issue any warning (See section 10, Page 13 - Warnings and other management actions) and determine a course of action 4 which will take into account the needs of the council and, where possible, the interests of the employee 8 keep records and notes of the matters discussed. 9 ensure that where sickness absence arises from a known disability this fact is taken into account when considering targets and triggers for the employee See footnotes on following page 1 reasonable notice asking them to attend the meeting (normally at least 10 working days but less by mutual agreement) in writing of 1 the date of the meeting 2 the reason for the meeting 3 the issues to be discussed 2 receive, with the written notice of the meeting: 1 a summary of the history of absence 2 copies of the documents the manager will be referring to at the meeting 3 a list of the documents the manager will be referring to at the meeting 3 the opportunity to be represented by a trade union or another person (but not a legal representative) 4 postpone the meeting to another reasonable time within 5 working days after the original date - if their representative will not be available at the time proposed. 5 give any explanation and to put their side of the matter 6 a letter within 5 working days confirming the issues considered, the decisions and action plans made, 7 regular reviews of the action plan 1 August

10 Footnotes for Section 7.0 First Formal Stage 1. A manager with authority to decide the case General Scheme of Delegation supported by at least one other person, often an HR Adviser. 2. The meeting date should be chosen after consulting with the parties, including the employee s representative, to avoid unnecessary postponements. 3. A phased return enabling the employee to return to work at first on reduced hours, gradually building up to their normal working hours over a period of up to 4 weeks (or in exceptional circumstances up to 6 weeks subject to advice from HR). The period of the phased return will not count as sick leave and will be on full pay. Phased returns are subject to the employee s Doctor having certified them fit to work. 4. Warnings and other management action as set out in page August

11 8.0 Final Formal Stage The employee should send to the employer at least 5 working days before the meeting copies of the documents they intend to produce at the meeting. 8.1 The manager will: 8.2 The employee is entitled to: 1 continue with the four key activities set out in the box on page 2 point if necessary arrange for another manager 1 to hear the case in a final formal meeting 2. They will consider after hearing from the manager and the employee: 1 if the employee is capable of regular and efficient service 2 if the employee s health needs are compatible with the Council s need for work to be done 3 any reasonable alternatives to dismissal including reasonable adjustments to the work or work place, Disability Leave, redeployment, phased return, early retirement and so on 4 whether the employee has been treated reasonably in all the circumstances (see the key points of the procedure - page 3 of this section). 5 determine a course of action 3 (including Disability Leave) which will take into account the needs of the council, and where possible, the interests of the employee. 3 ensure meetings are minuted 1 reasonable notice (normally at least 10 working days or less by mutual agreement) in writing of 1 the date of the meeting 2 the reason for the meeting 3 the issues to be discussed 4 the fact that they may be dismissed 2 receive, with the written notice of the meeting: 1 a summary of the history of absence 2 copies of the documents the manager will be referring to at the meeting 3 a list of the documents the manager will be referring to at the meeting 3 the opportunity to be represented by a trade union or another person (but not a paid legal representative) 4 postpone the meeting to another reasonable time within 5 working days after the original date - if their representative will not be available at the time proposed. 5 give any explanation and to put their side of the matter 6 a letter within 5 working days of the meeting - to confirm the issues considered, the decision and any right of appeal 4. 7 a copy of the minutes of the meeting 8 notice or pay in lieu of notice, if dismissed. 1. A manager with authority to hear the case supported by at least one other person, often an HR Adviser. The manager and the HR Adviser should both be well versed in managing sickness. 2. The meeting date should be chosen after consulting with the parties, including the employee s representative, to avoid unnecessary postponements. 3. Warnings and other management actions as set out on page The appeal must be lodged in writing with the Head of HR within 10 working days of hearing of a decision to dismiss. 1 August

12 9.0 Appeal All paperwork from both sides must be supplied at least 5 working days before the date of the meeting. 9.1 The person 1 hearing the appeal will: 1 conduct the meeting as a fact-finding process ensuring good order and natural justice 2 decide any disputes about procedure 3 consider the grounds of appeal 2 and reconsider the decision 4 if need be, change the decision on the facts of the case or reduce the severity of the management action (or both) 5 ensure minutes are made of the meeting 6 confirm the decision in writing and provide a copy of the minutes to the employee 9.2 The employee is entitled to: 1 reasonable notice (normally 5 working days) in writing of the date of the hearing 2 reasonable opportunity to be represented by a trade union representative or another person (but not a legal representative) 3 postpone the meeting to another reasonable time within 5 working days after the original date - if their representative will not be available at the time proposed 3 put the grounds of appeal and bring evidence relevant to them 4 hear and question any rebuttal by management. 5 receive minutes of the meeting 1. Service Heads with specialist HR advice will hear appeals against dismissal or demotion. The Service Head or someone they appoint will hear appeals against any other decision; they will be supported by at least one other person, usually an HR Adviser. 2. Normally, the panel will examine the grounds of appeal (rather than re-hear the entire case) and will be on one of the following grounds: - Procedure a failure to follow procedure had a material effect on the decision - The facts of the case the appellant can bring evidence directly relevant to disputed facts as set out in the appeal. Otherwise the facts at the earlier stage will be accepted. - Sanction/warning/action too severe given the circumstances of the case - New evidence Only new evidence which had not come to light for the first hearing is to be considered. The appeal is not to be used to re-argue the case with different evidence. Where there is genuine new evidence the original hearing officer should have the opportunity to hear the evidence and review the decision. 1 August

13 10.0 Warnings and other management actions 10.1 The following formal warnings are available: 10.2 Warnings 1 oral warning 2 written warning 3 final warning 10.3 When giving warnings managers will state: 1 the standard required (taking into account any disability) 2 the periods after which attendance will be reviewed 3 the period during which attendance will be monitored and the standard must be maintained (the duration of the warning) In appropriate cases managers may also consider: 1 a period of suspension from the Council s sick pay scheme (but only where the case meets the conditions set out on page 15 in the footnote) 2 arrangements for a phased return to work The employee may normally be dismissed only: 1 after a final warning, and 2 there is no reasonable alternative to dismissal 10.6 As an alternative to dismissal, managers may decide on: 1 making reasonable adaptations to the work, work place or working arrangements (the Council s standards on managing change and job evaluation must be followed) 2 compulsory transfer to another suitable job - where the employee s condition means that they cannot continue in their original work-place or job 1 3 redeployment search throughout the whole council for an agreed period depending on the case. 4 demotion 5 termination of the employment contract subject to the provisions of a relevant Council scheme.- 1. Redeployment to a suitable alternative vacancy should normally be the last reasonable adjustment managers should consider. If this is not possible, managers should look for a an alternative role that is on the same salary scale as the employee s original job. If no such role is available, it is reasonable to offer the employee a role on a higher or lower grade and to pay them the salary for that grade. If they refuse the post then it may be justifiable to terminate their employment. 1 August

14 11.0 Stopping entitlement to the Council s sick pay scheme The manager will: 11.2 The employee is entitled to: 1 consider withdrawing entitlement to the Council s sick pay scheme if there is evidence that they are abusing it 2 2 if necessary, advise the employee in writing of 1 the grounds for withdrawing sick pay 1 clear reasons in writing for withdrawing entitlement to the Council s scheme 2 lodge an appeal in writing with the service head within 10 working days of hearing of a decision to withdraw entitlement to the scheme 3 3 statutory sick pay if they qualify for it. 2 the right of appeal 3 how long they will be unable to claim Council sick pay 4 how to qualify for statutory sick pay. 1. The Council s sick pay scheme is distinct from the statutory sick pay scheme and the conditions for payments under each scheme are different. An employee who fails to meet the conditions for payment of the Council s scheme may still qualify for statutory sick pay. 2. Suspension can only happen on two grounds: One: abuse of the conditions of the sick pay scheme, such as: - a refusal to submit to a medical examination - failure to comply with procedures for reporting absence Two: sickness absence that can be attributed to: - the employee s own misconduct or neglect - deliberate conduct prejudicial to recovery - active participation in professional sport - injury while working in their own time for private gain, or for another employer 3. The appeal will be chaired by the service head or another person they appoint. 1 August

15 12.0 Appeal against stopping entitlement to sick pay 12.1 The Service Head will: 12.2 The employee is entitled to: 1 consider if the suspension is justified on the grounds set out by the manager 2 notify the employee in writing of the decision within 2 working days 3 honour the employee s entitlement to fair treatment. 1 lodge an appeal in writing within 10 working days of hearing of a decision to suspend them from the scheme 2 reasonable notice (normally 5 working days but less by mutual agreement) in writing of 1 the date of the meeting 2 the issues to be discussed 3 the opportunity to be represented by a trade union or another person (but not a legal representative) 4 postpone the meeting to another reasonable time within 5 working days after the original date - if their representative will not be available at the time proposed 5 hear the arguments of the manager 6 put their own side of things 7 a written record of the decision. 1. The service head or someone they appoint to hear the case, supported by at least one other person, often an HR Adviser. The decision of the panel after the appeal is heard is final. 1 August

16 13.0 Notice Period if Dismissed 1 It may or may not be practical to ask the employee to work through the notice period. In law, an employee who is dismissed after sickness is entitled to: 1 notice (or pay in lieu of notice) even if they cannot work it in practice 2 full pay for the notice period - even if they are in the half pay or nil pay period of their sick pay entitlement 3 full pay for any untaken statutory annual leave accrued whilst on long-term sickness absence upon termination of their employment Sickness, annual leave and bank holidays (Section 16 Work/Life /Family paragraphs 2.7 and 2.17) 2.7 Carry Over of Leave: 1. Staff who have not had periods of long-term sickness absence may not carry over annual leave from one year to the next if they have taken either: 10 days or more special leave more than 15 days paid special leave and sick leave (combined). 2. Staff will continue to accrue annual leave and have a right to carry over statutory annual leave and take it at some point upon return from long-term sickness absence in the returning leave year. As the end of the current leave year the normal 5-day carry over rule would apply Sickness, Annual leave and Bank Holidays 1. Staff have the right to have annual leave reinstated if they fall sick provided that they: 1. comply with sickness reporting procedures, and 2.submit a medical certificate 2. Annual leave will be reinstated from the date of the medical certificate. There is no similar right for bank or public holidays. 3. Staff have a right to paid annual leave during periods of long-term sickness absence Extension of Sick Pay Please refer to Framework, Pay and Benefits Page 25, Paragraph August

Attendance. Employee Policy HR Consult. 1. Policy Statement

Attendance. Employee Policy HR Consult. 1. Policy Statement Attendance 1. Policy Statement Employee Policy HR Consult We value the contribution our employees make to our success and high attendance levels are vital to us continuing to achieve high levels of performance.

More information

SICKNESS ABSENCE POLICY & PROCEDURE

SICKNESS ABSENCE POLICY & PROCEDURE Sickness Absence Management Policy Version 2.0 Last Amended: March 2017 SICKNESS ABSENCE POLICY & PROCEDURE Contents 1. Sickness Absence Management Policy..2 2. Equal Opportunities. 2 3. Scope 2 3.1 Exclusions.

More information

Capability health procedure for academic support staff

Capability health procedure for academic support staff Capability health procedure for academic support staff Policy The School's policy in relation to sickness absence is to support employees by paying sick pay and investigating absence in conjunction with

More information

ABSENCE MANAGEMENT POLICY & PROCEDURE

ABSENCE MANAGEMENT POLICY & PROCEDURE ABSENCE MANAGEMENT POLICY & PROCEDURE Approving Body Trust/Board Date of First Approval June 2016 Date of Last Amendment June 2016 To be Reviewed June 2017 Responsible Officer HR Page 1 of 13 Contents

More information

Human Resources Policy Framework. Management of Attendance Policy and Procedure

Human Resources Policy Framework. Management of Attendance Policy and Procedure Human Resources Policy Framework Management of Attendance Policy and Procedure Approved by: Cabinet Resources Panel (15.12.2015) revised Cabinet Resources Panel (27.11.2012) original Published: 01.01.2016

More information

BISHOP GROSSETESTE UNIVERSITY. Document Administration

BISHOP GROSSETESTE UNIVERSITY. Document Administration BISHOP GROSSETESTE UNIVERSITY Document Administration Document Title: Document Category: Sickness Absence Policy and Procedure Policy and Procedure Version Number: 2 Status: Reason for development: Scope:

More information

SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE

SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE LEEDS BECKETT UNIVERSITY SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staff Policy Statement Purpose and Core Principles Leeds Beckett University aims to provide a healthy working

More information

Staff Sickness Absence Policy (Incorporating Ill Health Capability Procedures

Staff Sickness Absence Policy (Incorporating Ill Health Capability Procedures St Crispin's School Policy Staff Sickness Absence Policy (Incorporating Ill Health Capability Procedures Version Number Date Changes or reason for Update Date Approved Created V1 2005 First Issue 2005

More information

Managing Sickness Absence

Managing Sickness Absence Managing Sickness Absence Introduction... 3 Policy purpose and scope... 3 Responsibilities... 4 Head teachers and line managers... 4 Employees are responsible for:... 5 General points and principles...

More information

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS Capability Policy and Procedure for All School Based Staff Effective from 1 September 2012 CONTENTS 1. Policy Statement 2. Scope of Policy and Procedure 3. Management Support for Performance Advice and

More information

SICKNESS ABSENCE POLICY AND PROCEDURE

SICKNESS ABSENCE POLICY AND PROCEDURE SICKNESS ABSENCE POLICY AND PROCEDURE Document Title: Sickness Absence Policy and Procedure Version control: V6.0/2017 Policy Owner: Dawn Haddrick, HR Advisor Approval Process: HR: 17 May 2017 Trade union

More information

UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE. Disciplinary Policy and Procedure

UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE. Disciplinary Policy and Procedure UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE Disciplinary Policy and Procedure 1 Policy, purpose and principles 2 Relationship with other Policies and Procedures 3 Informal procedure 4 The Formal Disciplinary

More information

Brook Learning Trust. Procedure for the Management of Absence & Special Leave for Employees

Brook Learning Trust. Procedure for the Management of Absence & Special Leave for Employees Brook Learning Trust Procedure for the Management of Absence & Special Leave for Employees At Brook Learning Trust we bring together our unique academies in our belief in the power of education to change

More information

MANAGING SICKNESS ABSENCE POLICY & PROCEDURE

MANAGING SICKNESS ABSENCE POLICY & PROCEDURE MANAGING SICKNESS ABSENCE POLICY & PROCEDURE 1. Introduction 1.1 This policy and procedure applies to all employees of Loughborough University, regardless of contract type or duration, other than those

More information

Discipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016

Discipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016 Discipline Policy and Procedure Adopted by the Trust Board on 6 December 2016 1 P a g e Whole Trust Discipline Policy and Procedure Contents 1. Purpose... 2 2. General Principles... 2 3. Acceptable Behaviour

More information

Staff Sickness and Absence Policy

Staff Sickness and Absence Policy Staff Sickness and Absence Policy Policy Code: Policy Start Date: Policy Review Date: HR18 July 2015 July 2018 Please read this policy in conjunction with the policies listed below: ACAS Code Staff Disciplinary

More information

THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE)

THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE) THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE) DISCIPLINARY AND APPEALS Procedure 1. This procedure does not form part of The Employee s contract of employment, except

More information

Highbury Grove School Disciplinary Procedure

Highbury Grove School Disciplinary Procedure Highbury Grove School Disciplinary Procedure The policy was adopted by the governing body of Highbury Grove School on 8 February 2017 Review date: Spring 2018 1 Contents 1. Purpose... 3 2. Application

More information

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members.

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE 1. INTRODUCTION 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. 1.2 The procedure will be applied in accordance

More information

ATTENDANCE MANAGEMENT POLICY

ATTENDANCE MANAGEMENT POLICY ATTENDANCE MANAGEMENT POLICY CONTENTS 1. GENERAL PRINCIPLES 2. ROLES & RESPONSIBILITIES 1.1 EMPLOYEE 1.2 MANAGER 1.3 HUMAN RESOURCES 1.4 HEALTH & SAFETY SERVICES OCCUPATIONAL HEALTH 1.5 TRADE UNION RESPRESENTATIVES

More information

Human Resources. Disciplinary procedures Teaching and support staff

Human Resources. Disciplinary procedures Teaching and support staff Human Resources Disciplinary procedures Teaching and support staff Rev: September 2013 Contents Page 1. Introduction 3 2. Key policy principles 3 3. Support available during the disciplinary procedure

More information

Whole School Model Disciplinary Procedure

Whole School Model Disciplinary Procedure Whole School Model Disciplinary Procedure 1.1. The Headteacher and Governing Body have a responsibility to assist all members of staff (both teaching and non-teaching) in the school to achieve an acceptable

More information

SICKNESS AND ABSENCE POLICY AND PROCEDURE

SICKNESS AND ABSENCE POLICY AND PROCEDURE HUMAN RESOURCES SICKNESS AND ABSENCE POLICY AND PROCEDURE CONTENTS 1.0 INTRODUCTION 2.0 CONTRACTUAL ARRANGEMENTS UNDER THIS POLICY 3.0 ROLES AND RESPONSIBILITIES 4.0 SICKNESS MANAGEMENT PROCEDURE 5.0 OTHER

More information

SICKNESS ABSENCE POLICY AND PROCEDURE

SICKNESS ABSENCE POLICY AND PROCEDURE 1. INTRODUCTION MIND IN CROYDON SICKNESS ABSENCE POLICY AND PROCEDURE 1.1 The purpose of this policy is: To ensure consistency and fairness in Mind s response to the absence from work of employees through

More information

ILL HEALTH CAPABILITY (Ordinance Policy)

ILL HEALTH CAPABILITY (Ordinance Policy) UNIVERSITY OF LEICESTER ORDINANCE ILL HEALTH CAPABILITY (Ordinance Policy) For use in: For use by: Owner All Divisions/Schools/Departments/Colleges of the University All University employees Staffing Policy

More information

DIOCESAN SCHOOLS COMMISSION

DIOCESAN SCHOOLS COMMISSION MODEL PROCEDURES FOR MANAGING STAFF SICKNESS ABSENCE IN VOLUNTARY AIDED CATHOLIC SCHOOLS MAY 2011 DIOCESAN SCHOOLS COMMISSION Serving Catholic Schools in the Archdiocese of Birmingham Archdiocese of Birmingham

More information

Human Resources People and Organisational Development. Disciplinary Procedure Manual Staff

Human Resources People and Organisational Development. Disciplinary Procedure Manual Staff Human Resources People and Organisational Development Disciplinary Procedure Manual Staff December 1998 Revised November 2015 Contents 1. Purpose and Scope... 3 2. General Principles... 3 3. Procedure...

More information

RESEARCH COUNCIL SICKNESS ABSENCE MANAGEMENT POLICY

RESEARCH COUNCIL SICKNESS ABSENCE MANAGEMENT POLICY Content Policy statement 1. Principles 2. Reporting sickness absence 3. Part day s attendance 4. Sickness absence and annual leave 5. Medical appointments 6. Occupational health (including accidents at

More information

Technical factsheet Disciplinary, dismissal and grievance procedures

Technical factsheet Disciplinary, dismissal and grievance procedures Technical factsheet Disciplinary, dismissal and grievance procedures This factsheet is part of a suite of employment factsheets and a pro forma contract that are updated regularly. These are: The contract

More information

Disciplinary & Grievance Policy Jan 2016

Disciplinary & Grievance Policy Jan 2016 Disciplinary & Grievance Policy Jan 2016 Disciplinary Procedure: Policy statement Greenwich Mencap wants to ensure employees clearly understand the standards of conduct and behaviour (See Code of Conduct

More information

Allensbank Primary School

Allensbank Primary School Allensbank Primary School Disciplinary Policy This policy will be reviewed annually Head teacher: Chair of Governors: 1.CM.035-Sch Issue 4 May-14 Process Owner: ER Team Authorisation: via Education SAJC

More information

Sickness Absence Management Policy and Procedure for All Staff in Schools

Sickness Absence Management Policy and Procedure for All Staff in Schools CHILMARK and FONTHILL BISHOP CHURCH OF ENGLAND AIDED PRIMARY SCHOOL Mission Statement: We Live and Learn with Faith and Love Sickness Absence Management Policy and Procedure for All Staff in Schools This

More information

School Disciplinary Procedure

School Disciplinary Procedure School Disciplinary Procedure Policy or procedure reference number: S1 Issue number: 5 Date: 11/16 Review date: 11/17 Responsibility for review: Headteacher 1. Scope and purpose of the disciplinary procedures

More information

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE 1. Introduction 1.1 In the Association, as in any organisation, issues may arise in relation to staff conduct. In the first instance

More information

Schools Disciplinary Policy & Procedure

Schools Disciplinary Policy & Procedure Schools Disciplinary Policy & Procedure Approved by: Schools Human Resources Trade Unions Schools Human Resources Disciplinary Policy and Procedure September 2011 Page No Introduction... 3 The Purpose...

More information

Policy Number G9 Effective Date: 25/05/2017 Version: 1 Review Date: 25/05/2018

Policy Number G9 Effective Date: 25/05/2017 Version: 1 Review Date: 25/05/2018 Aim of the Policy This document outlines the policy of Carefound Home Care (the Company ) in relation to the disciplinary procedure. This policy is intended to set out the values, principles and policies

More information

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE

UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE The Association recognises that, from time to time, members of staff may have problems or concerns regarding their work or relationships

More information

Rownhams CE Primary School. Sickness Absence Policy and Procedure

Rownhams CE Primary School. Sickness Absence Policy and Procedure Rownhams CE Primary School Sickness Absence Policy and Procedure Page Number Part 1 Introduction 2 Part 2 Sickness Absence Policy 4 1. Employee responsibility: reporting sickness absence 4 2. Headteacher/senior

More information

Regulation pertaining to disciplinary & related procedures for academic staff

Regulation pertaining to disciplinary & related procedures for academic staff Regulation pertaining to disciplinary & related procedures for academic staff Table of Contents 1. Application... 2 2. Introduction... 2 3. General Principles... 2 4. Investigation... 3 5. Informal guidance

More information

Policy No: 36. Staff Disciplinary Policy

Policy No: 36. Staff Disciplinary Policy Policy No: 36. Staff Disciplinary Policy Coordinator Review Frequency Executive Operations Manager Annually Policy First Issued 2014 Last Reviewed Autumn Term 2017 Date policy considered by External HR

More information

MAXIMISING ATTENDANCE AND MANAGING ABSENCE POLICY

MAXIMISING ATTENDANCE AND MANAGING ABSENCE POLICY MAXIMISING ATTENDANCE AND MANAGING ABSENCE POLICY Date: June 2008 Reviewed: Adopted March 2009 June 2012 June 2014 Review Schedule: 2-years Next review Date: Spring 2016 Responsibility: Finance & Premises

More information

Review date: July 2018 Responsible Manager: Head of Human Resources. Accessible to Students: No. Newcastle College: Group Services:

Review date: July 2018 Responsible Manager: Head of Human Resources. Accessible to Students: No. Newcastle College: Group Services: Redundancy and Redeployment Policy Date approved: 15 July 2015 Approved by: Executive Board Review date: July 2018 Responsible Manager: Head of Human Resources Executive Lead: Group Director (HR and OD)

More information

Disciplinary Policy & Procedure

Disciplinary Policy & Procedure Disciplinary Policy & Procedure 1. Purpose and scope 1.1. The purpose of this disciplinary policy is to help and encourage all employees to achieve and maintain required standards of performance and conduct.

More information

Butterknowle Primary School. Disciplinary Policy

Butterknowle Primary School. Disciplinary Policy Butterknowle Primary School Disciplinary Policy September 2014 Contents 1 Introduction... 1 1.1 What is the policy about?... 1 1.2 Who does the policy apply to?... 1 1.3 Core Principles... 1 1.3.1 Misconduct...

More information

2.7 Staff Sickness and Absence Management Policy

2.7 Staff Sickness and Absence Management Policy 2.7 Staff Sickness and Absence Management Policy Crick Pre-School recognises that employees may be absent from the setting for a variety of reasons. To ensure that all staff are treated in a consistent

More information

RIVERSIDE SCHOOL. Capability Procedure for Support Staff

RIVERSIDE SCHOOL. Capability Procedure for Support Staff RIVERSIDE SCHOOL Capability Procedure for Support Staff APPROVED BY GOVERNORS RESPONSIBLE PERSON HEADTEACHER CONTENTS 1. Purpose and Scope 2. Rights of Representation 3. Definitions and Authority to Initiate

More information

DRUMBEAT SCHOOL AND ASD SERVICE. Disciplinary Policy (Adopted Lewisham Model Policy)

DRUMBEAT SCHOOL AND ASD SERVICE. Disciplinary Policy (Adopted Lewisham Model Policy) DRUMBEAT SCHOOL AND ASD SERVICE Disciplinary Policy (Adopted Lewisham Model Policy) APPROVED BY GOVENORS JUNE 2012 RESPONSIBLE PERSON HEADTEACHER SIGNED BY CHAIR OF GOVERNORS DATE SIGNED BY HEADTEACHER

More information

PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE

PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE PURPOSE AND SCOPE This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct, attendance

More information

Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce)

Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) POLICY NUMBER TPWF/216 VERSION 1 RATIFYING COMMITTEE DATE RATIFIED DATE OF EQUALITY & HUMAN RIGHTS IMPACT ANALYSIS

More information

Chessington Community College 1.1 ROYAL BOROUGH OF KINGSTON SCHOOL S MODEL DISCIPLINARY PROCEDURE FOR DEVOLVED AUTHORITY TO HEAD TEACHERS.

Chessington Community College 1.1 ROYAL BOROUGH OF KINGSTON SCHOOL S MODEL DISCIPLINARY PROCEDURE FOR DEVOLVED AUTHORITY TO HEAD TEACHERS. Chessington Community College DISCIPLINARY PROCEDURE 1.1 ROYAL BOROUGH OF KINGSTON SCHOOL S MODEL DISCIPLINARY PROCEDURE FOR DEVOLVED AUTHORITY TO HEAD TEACHERS. Category Statutory Page 1 of 20 Author

More information

Organisation Change and Redundancy Policy (For School-Based Employees)

Organisation Change and Redundancy Policy (For School-Based Employees) Organisation Change and Redundancy Policy (For School-Based Employees) Adopted from LBWF Policy) Written by: FGB/ Local Authority Adopted by the Governing Body: Spring 2016 To be reviewed: Every 2 years

More information

Ealing Schools. Medical Capability Procedure

Ealing Schools. Medical Capability Procedure Ealing Schools Medical Capability Procedure April 2009 Summary Medical Capability Procedure The aim of this procedure is to provide fair and effective arrangements to support schools in managing sickness

More information

Acas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures

Acas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures Acas consultation on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures December 2013 Acas consultation on the revision of paragraphs 15 and 36 of

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE SCOPE The Greengate Housing Co-operative (GHC) Disciplinary Procedure will be used only when necessary and as a last resort. Where possible, informal and/or formal counselling or

More information

Little Rascals Pre-school Disciplinary Procedure Policy

Little Rascals Pre-school Disciplinary Procedure Policy Little Rascals Pre-school Disciplinary Procedure Policy At Little Rascals we follow our legal obligations as an employer at all times including dealing with any disciplinary matter in a fair and consistent

More information

Grievance Policy. Approved by governors. Chair Of Governors

Grievance Policy. Approved by governors. Chair Of Governors Grievance Policy Policy Document Control Sheet: Trust lead: Ian Hickman Key Staff lead for The Ferns Academy: Adele Young + Debra Murphy Portfolio Governor lead: Steve Dale Status: agreed and adopted Date

More information

HUMAN RESOURCES POLICY DISCIPLINARY

HUMAN RESOURCES POLICY DISCIPLINARY North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY DISCIPLINARY Policy Number: HR07 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:

More information

Employment Appeals Procedure

Employment Appeals Procedure Employment Appeals Procedure Version: 3 Bodies consulted: Staff side chair Approved by: EMT Date Approved: 27.9.16 Lead Manager: Director of Human Resources Responsible Director: Deputy Chief Executive

More information

Employee Disciplinary Procedure

Employee Disciplinary Procedure Employee Disciplinary Procedure PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst at work or representing

More information

RESTRUCTURE AND REDUNDANCY POLICY & PROCEDURE

RESTRUCTURE AND REDUNDANCY POLICY & PROCEDURE RESTRUCTURE AND REDUNDANCY POLICY & PROCEDURE Version 5 September 2014 This procedure is applicable to all Academy employees. Approved by the Executive/SLT on: March 2014 Staff Consultative Group advised

More information

DISCIPLINARY POLICY AND PROCEDURE. 1 Aims and Objectives

DISCIPLINARY POLICY AND PROCEDURE. 1 Aims and Objectives DISCIPLINARY POLICY AND PROCEDURE 1 Aims and Objectives 1.1 Intu is committed to promoting fairness and consistency in the treatment of all employees in connection with conduct and performance. In order

More information

Flexible Working Policy

Flexible Working Policy Flexible Working Policy Originator Katie Davis Personnel Adviser Lead Director Janet King, Director and Personnel and Facilities Version number 3 Implementation date 2004 Ratified by USC October 2013 Review

More information

St. Matthew s CE Primary School DISCIPLINARY PROCEDURES

St. Matthew s CE Primary School DISCIPLINARY PROCEDURES St. Matthew s CE Primary School DISCIPLINARY PROCEDURES 1. INTRODUCTION 1.1 The following procedures have been adopted by the Governing Body of St. Matthew s CE Primary School in accordance with the requirements

More information

Guidance on the Statutory Right to Request Time to Train

Guidance on the Statutory Right to Request Time to Train Guidance on the Statutory Right to Request Time to Train 1. Introduction Employees who meet certain criteria have the statutory right to request time to undertake study or training ( time to train ). This

More information

Beacon Hill School and Specialist College for Business and Enterprise

Beacon Hill School and Specialist College for Business and Enterprise Beacon Hill School and Specialist College for Business and Enterprise Attendance Management Policy adopted April 2016 Date Interim policy review April 2018 Date Full policy review April 2020 Date Governors

More information

Organisational Change Policy

Organisational Change Policy Organisational Change Policy Contents 1. Context and Policy Statement... 2 2. Eligibility... 2 3. Procedure... 3 3.1 Step 1 - Planning and Proposals... 3 Establishing the need for change... 3 Minor Changes...

More information

OCL Staff Discipline Policy Version MN. Staff Discipline Policy

OCL Staff Discipline Policy Version MN. Staff Discipline Policy OCL Staff Discipline Policy Staff Discipline Policy 1. DIVERSITY POLICY STATEMENT 1.1 Oasis Community Learning is fully committed to the broad principles of social justice and is opposed to any form of

More information

INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE

INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE Individual and Collective Grievances Policy & Procedure Page: Page 1 of 19 Recommended by Approved by HR OD Committee Workforce Committee Approval

More information

NASUWT. Managing Sickness Absence. Model Policy and Procedure. The Teachers Union. the largest teachers union in the UK

NASUWT. Managing Sickness Absence. Model Policy and Procedure. The Teachers Union. the largest teachers union in the UK NASUWT The Teachers Union Managing Sickness Absence Model Policy and Procedure the largest teachers union in the UK Introduction This model policy and procedure has been developed for NASUWT Representatives

More information

Broadway Academy Policies

Broadway Academy Policies Broadway Academy Policies Our Children. Our Community. Believe it can be done! Staff Discipline Policy Last formal review completed June 2014 next review 2016. Broadway Academy Disciplinary Procedure Adapted

More information

SICKNESS ABSENCE POLICY

SICKNESS ABSENCE POLICY SICKNESS ABSENCE POLICY Policy Number: Version: 001 Ratified By: Date Ratified: Name of Sponsor: Name of Originator/Author: Date Issued: February 2015 Review Date: February 2017 Target Audience: All CCG

More information

TIME OFF TO TRAIN POLICY

TIME OFF TO TRAIN POLICY TIME OFF TO TRAIN POLICY CONTENTS 1. Introduction 2. Policy A. Eligibility B. How to Apply C. Considering an Application D. Meeting E. Decision on Application F. Appeals Procedure G. Extension of Time

More information

EQUITAS ACADEMIES TRUST

EQUITAS ACADEMIES TRUST Equitas Academies Trust EQUITAS ACADEMIES TRUST REDUNDANCY POLICY Review Date: July 2017 To be Reviewed: July 2018 Agreed: F & GP Board Policy Lead: Zoe Donnelly 1 REDUNDANCY POLICY 1. INTRODUCTION This

More information

TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004

TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004 TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004 NEW STATUTORY GRIEVANCE & DISCIPLINARY PROCEDURES Introduction The new statutory minimum grievance and disciplinary procedures come into effect on 01 October

More information

Human Resources. Redundancy Procedure. Approved by the Finance and General Purposes Committee [Date] draft redundancy procedure v5.

Human Resources. Redundancy Procedure. Approved by the Finance and General Purposes Committee [Date] draft redundancy procedure v5. Human Resources Redundancy Procedure Approved by the Finance and General Purposes Committee [Date] draft redundancy procedure v5.docx Contents Introduction and Purpose of the Procedure... 3 Scope of the

More information

Performance Improvement Policy A guide to addressing poor performance

Performance Improvement Policy A guide to addressing poor performance August 2017 Performance Improvement Policy A guide to addressing poor performance Purpose and Principles Our success as a University is built on the contribution of each one of our staff, so we know how

More information

MANAGING ATTENDANCE AND ABSENCE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for managing attendance and absence

MANAGING ATTENDANCE AND ABSENCE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for managing attendance and absence MANAGING ATTENDANCE AND ABSENCE POLICY AND PROCEDURES JANUARY 2016 This policy supersedes all previous policies for managing attendance and absence POLICY TITLE Managing Attendance and Absence Policy and

More information

LONDON SOUTH BANK UNIVERSITY REDEPLOYMENT AND REDUNDANCY PROCEDURE SUPPORT STAFF

LONDON SOUTH BANK UNIVERSITY REDEPLOYMENT AND REDUNDANCY PROCEDURE SUPPORT STAFF LONDON SOUTH BANK UNIVERSITY REDEPLOYMENT AND REDUNDANCY PROCEDURE SUPPORT STAFF Human Resources Department London South Bank University April 1996 Updated June 2006 Temporary variations to this procedure

More information

Organisational and Workforce Change Procedure PROCEDURE DOCUMENT

Organisational and Workforce Change Procedure PROCEDURE DOCUMENT Organisational and Workforce Change Procedure PROCEDURE DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Version Number: 9 Controlled Document Sponsor: Controlled Document Lead: Procedure

More information

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY REDEPLOYMENT Policy Number: HR28 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE This policy and procedure explains the process which management and Governors will follow in all cases of misconduct to ensure fairness and consistency of approach. General

More information

Capability Process Guidance

Capability Process Guidance Capability Process Guidance Introduction These notes are intended purely as guidance notes. They should not be used instead of the capability procedure. The Need for a Capability Procedure The purpose

More information

Redeployment Policy and Procedure

Redeployment Policy and Procedure Redeployment Policy and Procedure 1. Scope This policy sets out a framework for managers to manage redeployment in a fair and effective manner, in line with the School s policy statement on equality and

More information

Employment manual A guide to redundancy

Employment manual A guide to redundancy Employment manual A guide to redundancy CONTENTS INTRODUCTION 1 page 3 Introduction 1.1 3 Disclaimer 1.2 3 REDUNDANCY GUIDANCE NOTES 2 5 Redundancy guide for employers 2.1 5 Redundancy checklist 2.2 5

More information

Disciplinary Procedure. November 2015

Disciplinary Procedure. November 2015 Disciplinary Procedure November 2015 Document title Disciplinary Procedure November 2015 Document author and department Responsible person and department Sue Davies, HR Business Partner, Human Resources

More information

Promoting Health at Work Policy September 2016 September 2019

Promoting Health at Work Policy September 2016 September 2019 Promoting Health at Work Policy September 2016 September 2019 Page 1 of 45 Promoting Health at Work. Sidney Stringer Academy recognises its duty of care for employees and will promote their health and

More information

SAMPLE EMPLOYMENT CONTRACT FOR NANNY

SAMPLE EMPLOYMENT CONTRACT FOR NANNY SAMPLE EMPLOYMENT CONTRACT FOR NANNY Date of Issue: [number] day of [month] 20 BETWEEN 1) [insert name of employer(s)] of [address] ("the Employer") 2) [insert name of Nanny] of [address] ("the Nanny")

More information

DISMISSING EMPLOYEES IN IRELAND

DISMISSING EMPLOYEES IN IRELAND DISMISSING EMPLOYEES IN IRELAND PROCEDURES AND PITFALLS DISCRIMINATION Employers should always keep the following in mind when intending to dismiss an employee from their service. Employment Equality Acts

More information

Disciplinary Policy. If these actions do not provide a resolution, then the Formal Disciplinary Procedure set out in this document should be followed.

Disciplinary Policy. If these actions do not provide a resolution, then the Formal Disciplinary Procedure set out in this document should be followed. Disciplinary Policy 1. Policy Statement The University expects all employees to conduct themselves in an appropriate manner in their day to day work, including in their dealings with colleagues, students

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary Procedure General principles The following general principles will apply to the Disciplinary Procedure: This procedure will only apply to agency workers engaged on a contract of employment

More information

Probation Policy and Procedure

Probation Policy and Procedure Probation Policy and Procedure Effective from 3 rd January 2017 Author: Employee Relations Advisor Human Resources 1.0 Purpose 1.1 The University recognises that a supportive and developmental probation

More information

Managing Sickness Absence Procedure

Managing Sickness Absence Procedure SH HR 55 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This procedure provides guidance on how sickness absence is managed in Southern Health NHS Foundation Trust.

More information

ABBEY PRIMARY SCHOOL DISCIPLINARY PROCEDURE CONTENTS

ABBEY PRIMARY SCHOOL DISCIPLINARY PROCEDURE CONTENTS ABBEY PRIMARY SCHOOL DISCIPLINARY PROCEDURE CONTENTS Paragraph/Appendix Disciplinary Procedure Introduction 1 Informal Resolution 2 Establishing the facts 3 Suspension 4 Gross misconduct 5 Notifying the

More information

Grievance Procedure. Version: 4.0. Date Approved: 30 October Date issued: 30 October 2017 Review date: October 2022

Grievance Procedure. Version: 4.0. Date Approved: 30 October Date issued: 30 October 2017 Review date: October 2022 Grievance Procedure Version: 4.0 Bodies consulted: Approved by: Joint Staff Consultative Committee Executive Management Team Date Approved: 30 October 2017 Lead Manager: Responsible Director: HR Business

More information

How do I dismiss an employee who is not performing?

How do I dismiss an employee who is not performing? How do I dismiss an employee who is not performing? The above question is one of the most common questions asked by our clients at CoLaw Employment Law Consultants. Most companies shy away from dealing

More information

Recover at Work Program

Recover at Work Program Recover at Work Program General Information Skillset Limited has developed a specific Recover at Work Program, which will form an integral part of the Company s overall Risk Management system. The objectives

More information

Disciplinary/Dismissal Procedures

Disciplinary/Dismissal Procedures Disciplinary/Dismissal Procedures This policy was adopted by the Board of Directors of Armagh Credit Union Limited. Signed:- Position Position Date: STATEMENT OF POLICY The aim of Armagh Credit Union's

More information

Interim Guidance for Managing Probation

Interim Guidance for Managing Probation Interim Guidance for Managing Probation 1. Purpose This document provides guidance for managers on how to respond to situations where a new employee is having difficulties in meeting the standards required

More information

Grievance Procedures for Support Staff

Grievance Procedures for Support Staff Grievance Procedures for Support Staff 1. Scope The following procedures are available to help staff raise issues and concerns about their work, working environment, or working relationships. The aim is

More information

RESEARCH COUNCIL DISCIPLINARY POLICY

RESEARCH COUNCIL DISCIPLINARY POLICY Management Guidance This document provides additional guidance for managers, employees and HR in the handling of disciplinary issues. It includes the Research Council s Disciplinary policy and procedure

More information